Getting to ConsensusLearn Management Articles on management-info.biz. Getting to Consensus article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
The need to get people in an organization to pull together comes out often in discussions about communication. Let’s think of it as getting to consensus, to roll a bunch of similar issues into one ball. Further, let’s think of getting to consensus as a process. That is, something that happens as the result of a series of deliberate actions on our part. We start the process by analyzing the current situation - how far from consensus do we now stand? Do we have embittered, untrusting people in the group? Or are we at the other end of the spectrum, with everyone nearly in agreement? We’ll call this the diagnostic stage. That means we have to listen, rather than talk. Sure, we’re probably anxious to get going and to convert them to our way of thinking right away. But, before that we need to let them talk, and we need to hear them. That means our listening has to be real and focused. No preparing responses or rebuttals while the other person speaks, just listening and absorbing what they say, both explicitly and implicitly (through body language, for example). After we complete our diagnosis, we get our turn to talk or otherwise communicate. If the people with whom we want consensus are generally hostile or unwilling to listen, we’ll either need to be very patient or prepared to shock them. Shocking means challenging, confronting their assumptions and the status quo. On the other hand, if everyone pretty much agrees with us already, we’ll approach them much more softly. In other words, we won’t rock the boat much. A key ingredient of our communication will be to explain what’s in it for them. Obviously, we see the benefits of consensus, for ourselves and for them. But, do they see the beneficial consequences? The need to explain the benefits is often overlooked in our rush to communicate. Let’s lay out the advantages and the disadvantages for them clearly. And, yes, tell them about the disadvantages as well as the advantages. By doing so, we’ll increase our credibility. We might even learn something by writing the advantages on one side of a page and the disadvantages on the other. After we’ve made our case, we’ll try to stimulate feedback. Try to get a sense of how our message was received and what response it got. Did they respond the way we expected? Did a consensus begin to emerge? If not, we need to start the process over again, with a new diagnosis. And, we’ll basically reiterate the process. But, this time, put even more time into, and emphasis on, their assumptions and expectations. If the process doesn’t work, it’s because they didn’t find enough benefits in our earlier communication. In the end, consensus is always about them. And, to get them to go along with our plans for change, we need to be as conscious of their needs as we are of our own. Summarizing, think of consensus as the end point of a process, rather than something we can immediately organize. That process starts with analysis and listening, then responds to what we heard in the listening phase. Jesus: The Man And His Work. - Long lost lecture by Wallace D. Wattles, author of The Science of Getting Rich, reveals the shocking truth about Jesus! Amazing Returns, Real Estate For Pennies. - Tax Lien Certificate Investors Are Getting Annual Returns of 16% to 50% Guaranteed by the Us Government!
However, in case that’s not incentive enough, we’re handing out a limited number of coffee shop gift cards from now until the end of December (or whenever they run out) to anyone that downloads the pre-release products. My colleague Rick Claus has written a detailed post but here’s the summary:
Here’s what you’ll get:
Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Hiring and Retaining Good Employees By Myron Curry Hiring good employees is not only important to business, it’s essential. Employees are the heart and soul of a business; they are the mechanism that makes a business run; they are the breath of life that enables a business to be something more than an idea. A business cannot run unless someone (employees, in this case) is doing the work. Any intelligent business owner should want good employees.EMPLOYERS NOT THE ONLY ONES TO FEEL THE EFFECTBad employees not only affect an employer by driving d… Helpful Advice 2. Every Business Needs a BHAG In the heady arena of strategy, the consultants of the world find wonderful acronyms for the work they do. Today let me introduce one of those to you. It's the BHAG - the Big Hairy Audacious Goal! This is the goal that really stretches you to think differently about how you do business. It's the goal that going to help you transform your business, rather than being satisfied with incremental change. It's the goal that's going to inspire you to do your best work and outshine your competition. So … 3. Why Management Kills Creativity By Azriel Winnett Ten or so years ago, an international consultant, specializing in employee involvement and team development, published a story relating to workplace communication that is heartwarming and damning at the same time. In 1981, Peter Grazer was working as the project engineer on a construction project to modernize a silicon manufacturing facility in St. Louis, Missouri. A crew of ironworkers had been assigned a particularly daunting task of erecting some structural steel in a difficult to reach … 4. Don't Get Caught With Your PR Down By Robert A. Kelly Why risk the embarassment when with a little basic PR training, you as a business, non-profit or association manager can always be ready for battle?Never again will you fail to do something positive about the behaviors of those important outside audiences of yours that MOST affect your operation.Never again will you fail to create external stakeholder behavior change leading directly to achieving your managerial objectives.And never again will you fail to persuade those key outside folks t… |
||||
